11/ 14/ 2007
by Tamara E. Holmes
The best run businesses have good leadership not just at the top but throughout the employee ranks. While there may be only one boss, employees can use leadership qualities when training new staff, interacting with colleagues or even managing their own workflow. Some employees are natural-born leaders, but others may prefer to stand on the sidelines. Here are some ways to get your more reticent employees to step up into a leadership role.
Employ the draft. If you assign tasks on a volunteer basis only, some employees will be happy to do the job, while others will not. If you find that the same employees agree to take on leadership tasks over and over again, it's time to encourage those who don't to step up. When special projects come up, ask employees who normally stay in the background to step to the forefront. You don't have to overwhelm them with huge projects that will make or break the company, but you can start small by asking them to lead a special committee or come up with plans for an employee lunch, for example. As these employees gain more confidence, they may feel empowered to take on larger tasks over time.
Use appreciation as motivation. When employees take on leadership roles for the first time, they're likely to feel apprehensive and uncertain about their abilities. As a manager, it's important to praise such employees early and often, letting them know that you appreciate the progress they're making every step of the way and giving them the incentive of more praise as they complete more of the task.
Offer leadership training. Some employees will be hesitant to take on leadership roles because they don't think they have the qualifications. Eliminate some of these fears by sending them to leadership training seminars. You can bring in a professional coach to do the training on-site, look for leadership training sessions elsewhere or pay for key employees to take a class to enhance their leadership capabilities.
Use the buddy system. Some employees prefer to stay in the background because they don't like being in the spotlight. A way to get such employees to take on a leadership role without exposing them to a spotlight that's too bright is to assign co-leaders to a project. By having more than one person share leadership responsibilities, each employee gains valuable leadership experience, while neither has to contend with all of the pressure.
Expect mistakes. For employees who aren't used to taking a leadership role, there's going to be a learning curve as they adapt to new responsibilities. Make sure there's room for error. Don't use major projects as an opportunity for employees to hone their leadership skills for the first time. Rather find projects that won't derail if your leader-in-training makes a mistake or two.
Recognize differences in leadership. Some employees will exhibit leadership through enthusiasm and motivational skills, while others will assert leadership in a more quiet way, such as by being a steady guiding force throughout a project. Recognize that different personalities will approach leadership differently and appreciate the qualities of leadership employees show no matter how these look.
Reward success. As your employees take on more leadership roles, reward them tangibly through promotions or financial incentives. Let employees know that exhibiting leadership qualities is a requirement for moving ahead in your organization and include that as one of the criteria you look at in employee evaluations. When employees understand that you demand that they share all of the skills and knowledge they have to offer, they'll benefit from rising to the challenge, and so will your business.
